SHRM-SCP EXAM QUIZ | EXAM SHRM-SCP FORUM

SHRM-SCP Exam Quiz | Exam SHRM-SCP Forum

SHRM-SCP Exam Quiz | Exam SHRM-SCP Forum

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Tags: SHRM-SCP Exam Quiz, Exam SHRM-SCP Forum, SHRM-SCP Hot Questions, Test SHRM-SCP Pdf, Certification SHRM-SCP Training

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q110-Q115):

NEW QUESTION # 110
A global manufacturing organization is dealing with a high level of attrition among machine operators as well as difficulty recruiting machine operators at a recently acquired factory. The HR director is attempting to address the issue. During exit interviews, multiple employees mention they are leaving to take higher-paying jobs at other companies in the area. The HR director of the factory in that country believes that the company needs to raise the salaries of the machine operators to address this. The HR director contacts the chief human resource officer (CHRO) to discuss the need for a salary adjustment. The CHRO is located in another country and has never been to the country where the factory is located. The CHRO reviews the most recent salary study for the region and indicates that the salaries the company is paying are competitive with other companies in the region. The CHRO also says that due to recent increases in operating expenses and declines in revenue, it would be financially irresponsible to provide raises.
If the HR director does secure a salary raise for the machine operators, how should the HR director assess whether it is effective in dealing with the machine operator recruitment and retention problem?

  • A. Conduct monthly pulse surveys with machine operators to gauge the overall morale of the machine operators.
  • B. Conduct focus groups with machine operators to gauge their sentiments regarding the raise.
  • C. Compare machine operator turnover statistics in the year following the raise to the year before the raise.
  • D. Review time-to-fill statistics for all machinist vacancies both before and after the raise.

Answer: C

Explanation:
* Objective Measurement: Comparing turnover statistics before and after the salary raise provides an objective measure of the impact of the raise on retention.
* Clear Data Analysis: This comparison allows for a clear analysis of whether the increase in salaries has led to a reduction in turnover, directly addressing the initial issue of high attrition.
* Performance Metrics: Turnover rates are a key performance metric for assessing the effectiveness of compensation strategies in retaining employees.
* Decision-Making: The data obtained from this analysis can inform future decisions regarding
* compensation and retention strategies, ensuring they are evidence-based and effective.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on employee retention and compensation strategy assessment


NEW QUESTION # 111
What design structure allows an organization to capitalize on existing expertise across different departments as opposed to seeking external skilled resources?

  • A. Hollow
  • B. Matrix
  • C. Functional
  • D. Divisional

Answer: B


NEW QUESTION # 112
Which item should the HR director review when tasked with quickly identifying if the organization is meeting its mission?

  • A. Balanced scorecard
  • B. Mission statement
  • C. HR scorecard
  • D. HR audit

Answer: A

Explanation:
* Balanced Scorecard Overview: The balanced scorecard is a strategic management tool that provides a comprehensive view of an organization's performance by tracking key financial and non-financial indicators across four perspectives: financial, customer, internal processes, and learning and growth.
* Alignment with Mission: By reviewing the balanced scorecard, the HR director can quickly assess how well the organization is meeting its mission and strategic objectives. It provides a holistic view of organizational performance and helps in identifying areas needing improvement.
* Key Performance Indicators (KPIs): The balanced scorecard includes KPIs that are aligned with the organization's mission and goals, making it a useful tool for monitoring progress and ensuring that all activities are contributing to the overall mission.
* Strategic Decision-Making: Using the balanced scorecard helps in making informed strategic decisions by providing a clear picture of organizational performance and alignment with the mission.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on strategic management and balanced scorecard utilization


NEW QUESTION # 113
A job hazard analysis is a tool that Occupational Safety and Health Administration (OSHA) recommends to prevent workplace injury, illnesses, or accidents. When performing a job hazard analysis, who is it most important to consult with?

  • A. OSHA
  • B. The employees who are performing the work
  • C. The organization,s safety of ther
  • D. The supervisor of the employees who perform the work

Answer: A

Explanation:
Although a supervisor may also be a good resource in assessing the dangers of the job, employees have the best familiarity with the potential hazards of their everyday responsibilities.


NEW QUESTION # 114
The executive leadership team at a global IT company with over 300,000 employees in 140 countries decides they want more information about the state of the talent at the organization. They are concerned that they do not have enough insight about the talent pool across the organization. This has prevented HR from identifying and planning for retention risks and has caused delays in filling critical positions. Additionally, leaders across the organization lack an effective way to identify the best staff for their teams and must rely on recommendations from others. The VP of HR is asked to identify a talent management software solution and oversee its companywide implementation.
Which action should the VP of HR take first to identify a talent management software solution?

  • A. Conduct a needs analysis to understand the requirements needed to address the current risks.
  • B. Contact colleagues at similar organizations to ask which software solution they use.
  • C. Determine the budget available for the purchase and implementation of the software system.
  • D. Ask the IT department for information related to the technological constraints of the organization.

Answer: A

Explanation:
* Identifying Requirements: Conducting a needs analysis helps to clearly identify the specific requirements and challenges that the talent management software needs to address, ensuring the chosen solution is fit for purpose.
* Risk Mitigation: Understanding the current risks and needs allows for the selection of software that specifically addresses these issues, reducing the likelihood of future problems and ensuring a better return on investment.
* Informed Decision-Making: This approach provides a solid foundation of data and insights, enabling more informed and strategic decision-making when selecting the software solution.
* Alignment with Objectives: A thorough needs analysis ensures that the selected software aligns with the organization's broader talent management objectives and strategies, leading to more effective and efficient use of the tool.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on needs analysis and software selection


NEW QUESTION # 115
......

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